Subjective Judgment and the Selection Interview: A Methodological Review

Research on the employment interview frequently involves various studies containing disparate methodological factors that mitigate definitive conclusions regarding interview effectiveness. Two characteristics frequently cited as pertinent to the employment interview are the applicant's gender and race. From that position, the purpose of this research was to review the empirical literature identifying those methodological factors relevant to gender/race effects in the interview. It is hoped that this summary will represent a meaningful compilation of the methodological considerations that often confuse interpretation concerning the effects of applicant gender and race on interview judgments.